I joined the US Navy after graduating from college. The service commitment is 5 years. At the end of my service commitment during my terminal leave, I obtained a position with a mature startup in NYC as a Senior Software Engineer. There were a lot of bumps in the road during the last five years, especially the last 3 weeks of my transition out of the Navy. I will share the story of how I prepared for my career transition and shed some light on how job search works today.
We are going to go over a set of coding and whiteboard problems that would be asked during a coding interview. I’m drawing these problems from LeetCode and Cracking the Coding Interview. They are a sample of the medium and hard problems that require a bit of thinking and and familiarity with some fundamental data structures in computer science.
Being great at coding interviews doesn’t necessarily make you a great developer and being a great developer doesn’t necessarily make you great at interviews. However, you need to pass the interview to get the job. Most tech companies, public or startups, have started drawing from the same pool of interview material, adopted the same set of coding challenges and problems for candidates to solve. Coding interviews can be challenging and stressful, but with enough practice, research, and preparation, it can be very manageable.
Nothing strikes more anxiety and self-doubt than the dreaded job interview. The thought of participating in an activity designed for the sole purpose of evaluating your worth and the potential for rejection is enough to discourage many people from applying to jobs for which they lack all of the qualifications requested by the job posting. While qualification is important to accomplish the advertised job, it is not everything an employer looks for in a person they want to hire to be a part of the team, to grow with the company and help the company grow. The goal of this article is to provide a guide based on my personal experience for how to prepare for getting offers from jobs for which you don’t have all the qualifications.
High-value employees are a major assets for a strong company. Losing a high contributing team member could leave a void and impact the team’s morale and workflow. Investors are also concerned by high turnover rates, especially amongst the senior executives. Groupon had trouble retaining their senior executives, which contributed to an 85% drop in their value a year after going public. It’s clear we want to retain high-valued employees, but is employee loyalty the way to achieve retention?
It’s not always clear why we need need a personal website. But here’s the truth: we are a product (a brand) with unique skills to offer to prospective employees and customers. A website is an effective medium to let the world know who we are, what we are capable of, and what our values are. Building a personal website has never been easier these days with tools like Hugo.
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